Established in 1985, Weston Williamson + Partners are an award-winning architectural and urban design practice with offices in London, Sydney, Melbourne and Kuala Lumpur. They completed the Jubilee Line Extension to London Bridge in 1999 and have since dominated the UK transport sector. Current projects include two of the biggest schemes in the UK: High Speed Two and Crossrail 2. In addition, they were recently announced as the winners of the Science City International Competition in Cairo, Egypt—a project central to a major new masterplan for the city.

Despite being busier than ever, the firm still makes time to have fun together and understands the importance of a balanced studio culture. They have a cycling and photography club, netball and football team and also run a monthly discussion group known as ‘Frideas’, where all staff member in the office are given the opportunity to suggest and share ideas to improve the world we live in. Chris Williamson spoke to us in more detail about the practice and what it takes to become a part of the team at Weston Williamson + Partners.

When reviewing an application what makes a good CV and portfolio?

Enthusiasm, relevance and well presented. Something that stands out as taking an interest in Weston Williamson, our mission statement and vision. Technical skills and relevance to the position is critical but sometimes we would take on an exceptional applicant to reinforce a team or help work on our own design or research projects.

What would make you instantly reject a CV?

Anyone who forgets to blind copy the other offices being applied to. One application we had related the names of 75 other practices for which “I have a particular admiration and enthusiasm for your work”. Some on the list were very culturally different.

We like to think that a CV is targeted at us. Also anyone who misspells either Weston or Williamson. That is an indication that the applicant is not thorough.

How important is the design and layout of a CV/portfolio?

Very. We are designers. And we appreciate thoroughness. Presentation is crucial. 

After making the decision to meet a candidate, what additional information do you want to find out at interview?

Enthusiasm, character. Interests. Technical skills and aptitude to teamwork. Also how they react to simple yet difficult questions like: “A bat and a ball together costs £1.10. The bat costs £1 more than the ball. How much does the ball cost?”

They don’t necessarily need to know the answer but it is interesting to see their reaction when they are told the correct answer.

Do you ask candidates to complete software tests or additional tasks during the process?

We do if there are doubts about authenticity but usually these are confirmed by references.

What notable projects and, or experience make candidates stand out?

We usually look for aptitude to the project we are interviewing for. But sometimes take excellent candidates even if there isn’t an immediate opening. We are always looking for the brightest and the best.

What information do you expect prospective candidates to know about your practice and work?

We expect them to have done some research. At least looked on the website. To know our mission statement as a minimum. Preparation is essential and it shows enthusiasm.

When interviewing how do you describe your company ethos? What part of your working environment do you promote during interview, and what additional social activities do you do as an office?

We like team players. We have a competency based bonus system which looks at behavioural practices as well as technical ability and doing the work. We offer life drawing, yoga, neck massages, have netball, softball, football teams. We organise tenpin bowling, karaoke and always have cake at 4 whenever it's someone's birthday.

We spend a lot of time at work and want to have a lively, friendly, vibrant office. Our bonus system judges across a range of competencies including contributions to the life of the office, charity and community work. Not just technical and intellectual ability. 

Do you have a training programme in place for new starters?

Yes, and a mentoring scheme. We pay 50% of Part 3 costs and RIBA membership. And contribute towards CPD and other training and skills acquisition. It is important to us to foster the right approach and to ensure that all the office is suitably trained with the relevant skills.

Which areas of your firm are growing fastest?

Transport Orientated development. Both at home and abroad. We have the opportunity to build a business in Australia where we have been asked to take the experience and expertise gained over 30 years in infrastructure projects in the UK. We find that clients choose architects increasingly on how they work rather than what they produce, on ideas and collaborative working. we need to find people who suit that culture.

If a candidate had the choice between you and another firm what argument would you use to win them over?

We have a well defined career progression. We offer a competency-based bonus scheme so everyone shares in the success of the studio. We benchmark our salaries and benefits against all our competitors. We offer variety and interesting projects. We have a mentoring scheme so there is always someone to talk to outside of the project team.

We have a vision for the next 20 years and want to find people who share that vision and help us achieve it.

We are a AJ 100 company and provide great opportunities to progress in a friendly and caring environment. We want our teams to have the right work life balance and are rounded and fulfilled in their social life as well as their work life.

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